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The Bigger Picture of Employee Well-Being: Its Role for Individuals, Families and Societies SHRM-SIOP Science of HR Series The Bigger Picture of Employee Well-Being: Its Role for Individuals, Families and Societies Seth Kaplan Richard P. DeShon Lois E. Tetrick Department of Psychology Department of Psychology Department of Psychology George Mason University Michigan State University George Mason University [email protected] [email protected] [email protected] Copyright 2017 Society for Human Resource Management and Society for Industrial and Organizational Psychology The views expressed here are those of the authors and do not necessarily reflect the views of any agency of the U.S. government nor are they to be construed as legal advice. Seth Kaplan, Ph.D., is an associate professor of industrial/ organizational (I/O) psychology at George Mason University. His research focuses on understanding and trying to improve the subjective experience of work. He has published papers in this area in journals, including Psychological Bulletin, Journal of Applied Psychology and Journal of Management, and has received funding from sources such as the Army Research Institue. He currently is on the editorial board of four journals and is the director of the George Mason I/O Ph.D. program. In addition, he served as the head of the Government Relations Team for the Society of Industrial and Organizational Psychology (SIOP). He earned his B.S. from the University of Florida and his master’s and doctorate degrees in I/O psychology from Tulane University. Richard (Rick) DeShon, Ph.D., is an industrial and organizational psychologist actively engaged in both research and practice designed to improve organizational effectiveness and increase the experienced meaningfulness of work. He was educated in Ohio, earning his B.S. in psychology at The Ohio State University in 1988 and his Ph.D. in industrial and organizational psychology at the University of Akron in 1993. He then joined the Psychology faculty at Michigan State University, where he remains employed as a professor. His research has been funded by the Air Force Office of Scientific Research and NASA and published in top-tier journals such as Psychological Bulletin, Psychological Methods, Journal of Applied Psychology, Organizational Research Methods and the Journal of Management. He is a fellow of the Society for Industrial and Organizational Psychology and the Association for Psychological Science and a member of the Academy of Management. Over the course of his academic career, he has earned numerous awards, including as the Earnest J. McCormick Award Early Career Contributions from the Society for Industrial and Organizational Psychology. He recently completed his term as associate editor at the Journal of Applied Psychology and is currently leading the Healthy Organizations Initiative at Michigan State University. Lois Tetrick, Ph.D., is a University Professor in the Industrial and Organizational Psychology Program at George Mason University. She is a former president of the Society for Industrial and Organizational Psychology and a former chair of the Human Resources Division of the Academy of Management. She is a founding member of the Society for Occupational Health Psychology and a fellow of the European Academy of Occupational Health Psychology, the American Psychological Association, the Society for Industrial and Organizational Psychology and the Association for Psychological Science. Dr. Tetrick is the editor of the Journal of Managerial Psychology and a past editor of the Journal of Occupational Health Psychology. Dr. Tetrick has edited several books and published numerous chapters and journal articles on topics related to her research interests in occupational health and safety, occupational stress, the work-family interface, psychological contracts, social exchange theory and reciprocity, organizational commitment, and organizational change and development. 2 ABABSTRACTSTRACT A wealth of literature from industrial/organizationalindustrial/organizational psychology and other fields indicates that the well-being of employees influences various individual job outcomes (e.g., attendance and productivity) and nonnonwork-work outcomes outcomes (e.g., (e.g., disease disease and and mortality). mortality). This This white white paper paper summarizes these results butand alsoalso goesgoes beyondbeyond them,them, highlightinghighlighting lessless wellwell--knownknown findings.findings. We show that employee well-being has broadera broader impacts impact such, such as as on on the the school school performance performance of childrenof children of ofworking working parents parents and and on on the the America U.S. economyn economy as aas whole. a whole. Moreover, Moreover, we we discuss discuss that thatwork, work, when when organized organized and managedand managed in certain in certain ways, ways, can produce can produce various various positive positive individual individualand societal and benefits. societal The benefits. paper Thecloses paper with closes a discussion with a discussionof how governmental of how governmental and and organizational policies can promote well-being and, in turn, bring about these gains. Work and Employee Well-Being Work is a fundamental aspect of life. Employees in the U.S. workforce spend much of their waking hours at work—more hours than in most industrialized countries (Organisation for Economic Cooperation and Development, 2009). As of 2015, employed persons worked an average of 7.6 hours on the days they worked, including 5.6 hours on weekend working days (U.S. Bureau of Labor Statistics, 2015). For women, in particular, the percentage of time spent doing paid work has nearly doubled since 1965 (Sayer, 2005). Given the amount of time the U.S. workforce spends working, it is not surprising that work relates significantly to overall well-being and life satisfaction (Bowling, Eschleman & Wang, 2010). Work also can represent a primary source of identity, status, daily structure and social relationships (Jahoda, 1982). A vast scientific literature supports these conclusions. Beyond affecting employee well-being, the working experiences of Americans have much broader societal effects: The health and well-being of workers’ children and families. Organizational and societal productivity and health care costs. The well-being of communities. 3 The purpose of this white paper is to provide an overview of the scientific literature on the impact of employee well-being on individual, organizational, and societal outcomes. We hope to (1) broaden the discussion of the influence of work and (2) stimulate consideration of policy recommendations to improve individual, family, community, and societal outcomes. To this end, we highlight the evidence indicating that work can foster negative or positive experiences and can hurt or help job-related and more general well-being. Following from this notion, we provide a set of recommendations for organizations, relevant agencies and lawmakers to consider in attempting to improve well-being and, in turn, bring about individual, organizational and societal gains. The Health and Economic Effects of Work-Related Well-Being Work and Stress Although there are many conceptualizations of well-being in the academic literature and popular press, we define it broadly, as the totality of one’s emotional experiences and subjective evaluations of one’s work and life circumstances (see Diener, 1984, for a similar conceptualization). As noted above, given the amount of time employees in the U.S. spend at work and the financial and emotional consequences of employment, work has a significant impact on individuals’ overall well-being. Unfortunately, for Work is second only to many Americans, the experience of work is an money in terms of contributing to stress and is aversive one. In particular, one key aspect of well- a greater source of stress than family issues or being that work affects is stress. According to a recent health. 4 survey conducted by the American Psychological Association (APA), 60% of Americans report that work is a very or somewhat significant source of stress (American Psychological Association, 2015). Furthermore, according to the same survey, work contributes to stress more than family issues or health (with money being number one contributor). The Effects of Work-Related Stress on Individual Health Work-related stress, anxiety and depression produce pervasive problems for individuals, organizations and society at large. Turning first to the effects of work-related stress on individual health, a large body of literature from various fields (e.g., industrial/organizational psychology, human resource management, public health and medicine) documents that job- related stress has several significant health-related consequences (e.g., Chandola et al., 2008; Cooper, Quick & Schabracq, 2010). Table 1. Effects of Chronic Work-Related Stress for Employees Alcohol use Cardiovascular disease Clinical depression Mortality Musculoskeletal problems Obesity Smoking The results from a recent quantitative review based on 228 studies are especially telling (Goh, Workplace stress contributes to at least 120,000 deaths per Pfeffer & Zenios, 2014). According to this review, year—more than the number of deaths from diabetes, workplace stress contributes to at least 120,000 Alzheimer’s or influenza. deaths per year. Furthermore, with respect to specific 5 stressors, the authors reported that 1) job insecurity (i.e., fears about losing one’s job) increased the odds of reporting poor health by 50%; 2) longer work hours
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